Sexual Discrimination against Women - Assignment Example

LETTER OF TRANSMITTAL April 27, 2008 Mr. Director HR Department, ABC Consultancy Firm Dear Director, Sexual discrimination against women has been arising concern in the company during the last few weeks. Through various employees of the firm, it has been repeatedly brought to my worry that female employees are not being given the caliber of corporate opportunities they deserve. Due to the belief of this company to provide equal treatment to all its employees, it is mandatory to respond to these rapidly growing voices, as not doing so would give rise to conflicts between the employers and the employees eventually leading to both, financial loss and bad name. This report presents a detailed investigation and analysis of female employment in this firm through three different angles; the basic facts and figures regarding female workers, the causes behind their delayed promotions, and their leadership skills. All three aspects have been precisely described in this report in order for you to find an appropriate solution for the problem at hand, so that the matter is handled in a peaceful manner. I am always available to answer any queries you have regarding this subject. I look forward to your response to this concern, hoping that any further sexual discrimination among the employees is avoided and the existing spirit of teamwork among them remains unaffected. Sincerely, Asst. Director of Human Resources EXECUTIVE SUMMARY Since the last few weeks, the matter of female employment in the ABC Consultancy Firm has risen. Various employees are of the opinion that female workers are not being treated as well as they deserve, in the company. I have been receiving consistent complaints saying that women are deliberately being passed up for promotions, salary raises, and leadership positions in order to give way to men to occupy the managerial positions. Assuming that some research is vital before handing over the case to you, I took the liberty of conducting a poll study, through my staff, regarding views of various managers on female management in the firm. The survey was divided into three different categories: The first study was based upon the basic facts about all male/female managers in the firm. Their average overall experience, managerial experience, academic qualification, annual salary, and frequency of promotions were recorded and analyzed. The second study was based upon the factors that restricted female executives to reach corporate managerial positions. A list of various causes was prepared for the poll, of which female executives agreed more to, than male executives. The third study was based upon views of female executives on the role of certain factors that increase the number of female managers. Most of them agreed that their management talent and unique ideas are two chief factors that increase the number of female managers. I recommend that the promotions program be immediately revised, and rectified if need be, as this is not proving to be a healthy event for the firm. ANALYSIS OF FEMALE EMPLOYMENT IN THE ABC CONSULTANCY FIRM During the last few weeks, quite a large number of employees at the ABC Consultancy Firm have been questioning the treatment of female workers regarding promotions. According to these employees, ABC Consultancy Firm, which holds the slogan of equity to all workers irrespective of their gender, prioritizes men over equally qualified women, for managerial positions. In order to avoid conflicts between the employees and the administration, and protect the company from bad reputation, it is absolutely necessary to investigate this matter at its grass-root level. An appropriate solution provided by the firm's administration, after a thorough examination of the state of female employment in the firm, hopefully should protect both, the workers and the firm. A study carried out by our staff, extracted views of all the current employees of the firm concerning the matter of female employment. This report presents this information in a precise statistical form and gives a brief but precise analysis in every aspect possible. In this report, the survey has been divided into the three following categories: The first part investigates the basic firm-related facts and figures, which include time at the firm, qualification, salary, etc., of all managers working currently. The second part throws light on various possible causes that may have restricted women to achieve a higher number of leadership posts than men. The third part examines the different views of female executives as to why the firm should raise the number female senior managers. Facts & Figures for Male/Female Managers Considering the first survey, only a glance at it is enough to deduce the fact that female employees are being promoted neither according to their qualification nor their experience. The table below shows the results of the survey in a concise manner. Table Following are the various aspects of the survey, considered individually: Experience: the average number of years spent at the firm by female managers is about three more than that of the male managers. Therefore, it is safe to say that female managers have a deeper as well as a larger insight of the firm's policies and techniques. In addition, the number of years of management experience female managers have had is also higher than that of the males. Hence, a greater overall as well as managerial experience clearly gives female managers the upper hand in the firm's operations. Qualification: a higher percentage of female managers holding a Masters degree in Business Administration shows that women have a greater awareness of corporate events either the firm has faced, or can possibly experience in the future. Salary: despite the fact that female managers have a greater overall and managerial experience, and qualification, the survey result shows that6 women are not even being given an equal salary to the less experienced and less qualified men, but lower than that. Promotions: this study shows that although females hold more experience, as previously mentioned, they are awarded promotions less frequently than men. However, the state of female employment in this firm does not solely depend on their experience or qualification, but also on their level of interest, and their grasping and leadership abilities. Factors Restricting Females towards Corporate Leadership The result of the second survey, which was based on the causes of female restriction for leadership positions, is summarized precisely in the table below, succeeded by a brief analysis. Table Male Stereotyping Preconceptions: more than half of the female executives are of the opinion that due to the long running tradition of males being superior to females in every aspect, they are still being hired to higher posts on this basis. This is due to an accepted fact that no matter what, males would always perform better than female executives. Exclusion from Informal Network: this is another factor restricting female promotions, which male executives widely denies but females agreed to. Although female executives maintain strict formal connections while on the job, they are usually excluded from social events occurring either at the company or personal level. As a matter of fact, in a corporate environment, where males are the dominating party, regular female executives do not have much opportunity for socialization, which is extremely vital for future business. Lack of General Management/Line experience: although it is absolutely correct that women may not have as much line experience as the men, rejecting leadership abilities of females just because of lesser experience is an unacceptable loss both, socially and on a corporate level. Inhospitable Corporate Culture: this factor is not relevant in this century, leading to low polls from both sexes. In this age, any culture suitable for a man is suitable for a woman, as throughout the years they have performed tasks no man could have thought of. Women not in Pipeline Long Enough: here again, the question of experience arises, which females have had much less than males; but only allowing them to be in the bigger pipeline can bring out their maximum potential. Why do female executives favor increase in female managers In the third survey, a number of causes for the promotion of females to managerial posts were listed and then female executives were questioned. The results of the survey are tabled below followed by a brief description of each cause. Table Women, being half of the world's population, automatically form a very large part of the management talent pool, as they are subject to the same corporate environment. Hence, most of the female executives deeply consent with this fact and almost all of them agree with it. Furthermore, women differ from men in various aspects, including nature, personality, attitude, etc. Therefore, they provide a distinctive view or opinion to the company. Although it is true that women are a large part of consumer base, this factor does not have the intensity that drives women towards achieving managerial positions. Only one half of the female executives agree to the social responsibility of the firm to give managerial jobs to women, as business is not about following ethics, but increasing profits. Less than half of the female executives are of the opinion that women should receive managerial jobs in response to the shareholders' or customers' demand. Almost the same number believes that lawsuits are rising due to increased number of male managers. Possible Course of Action Due to the fact that this topic has gained such an amount of heat in the firm, it is vital for the administration to revise its program of managerial and other leadership promotions, and delete any form of inequality biased towards a single gender. Moreover, after any rectification in its promotion program, it is mandatory for the administration to explain its scheme for promotions to every employee at the firm. Read More